Tayeb Hyderally is an expert in matters concerning employment law. He shares his expertise with employers and employees across the nation who wish to become informed on various aspects of employment law. Mr. Hyderally works closely with those on the corporate level to help them establish anti-discriminatory policies and procedures. As a NY lawyer, he is knowledgeable of employment law cases and how they affect local and national laws and works diligently to inform both employees and employers of their rights and responsibilities to maintain a safe environment in the workplace. In this case, a bank was in violation of federal laws because of discriminating against an individual based on her age as well as her disability.

EEOC vs. Regions Bank

Regions Financial Corporation does business as Regions Bank. According to the EEOC, the bank refused to make reasonable accommodations for an employee with a disability and fired her because of her age. The employee had worked for the bank’s predecessor for over 30 years and since 2005 had been working for Regions Bank in Memphis, Tennessee. The employee suffered from hyperthyroidism and asked for what were reasonable accommodations for her disability. The disease causes debilitating fatigue as well as heightened anxiety. The bank did not engage the interactive process needed to accommodate the manager. The employee alleges that younger managers are treated more favorably than she was and that the bank fired her because of her age. She is 61. Continue Reading

There are many types of employment laws in place to help protect workers from discriminatory practices in the workplace. Expert attorney Ty Hyderally diligently works to educate both employers and employees about the various aspects of employment law. His intent is to help make the workplace a safe place for employees and employers. He speaks extensively to individuals on a corporate level on how to treat employees with respect and how to create a workplace that is free from hostility and discrimination. One area of employment law covers disability discrimination which is based on the ADA (Americans with Disabilities Act). This law prohibits any discriminatory actions toward a person based on their disability. Tayeb Hyderally constantly studies new cases that are filed by the EEOC so that he can stay abreast of any changes that occur. Ty Hyderally is an expert who has many years of successfully litigating for his clients. This employment law case concerns a woman who felt she had been discriminated against because of her disability. Continue Reading

The goal of both federal and local employment laws is to help provide a workplace that is free from any form of discrimination. Tayeb Hyderally is an expert at employment law who specializes in educating a wide variety of audiences on how to keep the workplace free of discriminatory practices. He works to educate both employees and employers about the various aspects of employment law. He works with corporate officials in the development of policies which are in place to protect both the company as well as the workers. In order to be aware of the current trend in employment law, Mr. Hyderally reviews many different employment law cases. This case is one in which the EEOC sues a hospital owned day care for disability discrimination. Even health care facilities must be able to comply with ADA and any local laws as well as be capable of providing any accommodations that might be necessary. Continue Reading

Discrimination in any form has no place in the workplace and yet every year there are still literally thousands of employment law cases filed in the US courts. Tayeb Hyderally is an expert at employment law and works diligently to inform individuals and corporations about how the workplace can be a safe environment for all. He speaks publicly to inform individuals of their rights and responsibilities so that they can protect themselves from discriminatory practices as well as recognize these actions in others and report them to the appropriate supervisors. Mr. Hyderally also works on the corporate level to educate them on how to keep the workplace free from any discriminatory actions and he provides counsel on how to establish policies and procedures which offer employees a way to handle them if they fell they have occurred. In this case the employer failed to work with the employee who was asking for a leave of absence because of a disability. Continue Reading

The EEOC is in existence to enforce federal laws which prohibit discrimination in the workplace. When an employee feels that a discriminatory act has occurred, they can file a complaint with the EEOC. It is also wise to seek council with an attorney who is an expert at employment law. Many times in cases of workplace discrimination a case is not sought because the individual does not recognize the act as discriminatory. It is very important for those who suspect this type of illegitimate activity on the behalf of an employer to seek council from experts such as Tayeb Hyderally. Such is the case involving a worker who was terminated once she asked for time off to have a life saving surgery.

The EEOC Claim

There are not too many cases in which a heart condition can be considered a disability which is covered by the Americans with Disabilities Act. (ADA) However, in New Hampshire the EEOC did charge a Nashua company under the ADA. The company terminated Nancy Hajjar because of her heart condition. Windmill International, Inc. terminated Ms. Hajjar one week after she requested time off for a heart procedure which would clear her clogged arteries and she stated she may possibly need heart surgery as well. According to the EEOC, this was potentially a life-threatening impairment. Continue Reading

Those active in any capacity in matters pertaining to employment law are watching a case filed in Portland, Maine. Disability discrimination can be a real problem in the workplace and it can also be a very difficult situation to determine. There are not always clear cut definitions. For instance, in this case involving an individual who suffers from Type 1 diabetes, it does appear that purposeful discriminatory actions have occurred. However, this case may not apply to every person who has diabetes. Many of the terms associated with disabilities and even discrimination are best defined by legal professionals such as Tayeb Hyderally who is an expert in employment law. When someone feels that they have been discriminated against in the workplace it is advisable to contact such a lawyer to determine if indeed discriminatory actions have occurred. Cases such as Manning vs. Kohl’s are those which are being watched closely as the outcome may very well affect individuals as well as employers for years to come.

EEOC vs. Kohl’s

Pamela Manning suffers from Type 1 diabetes. In order to control her condition she requires regular injections of insulin. She was employed at the Kohl’s located in Westbrook, Maine and had a consistent daily schedule. In January of 2010, the company switched her from a full time schedule to an irregular schedule which interfered with her routine daily medical care. Ms. Manning presented a doctor’s request to the company for her to be placed on a regular work schedule so that she could consistently monitor her illness. Kohl’s refused to change her to a regular schedule and she eventually developed serious health complications because she could not regularly administer her own medications. She eventually quit the job. Continue Reading

The courts are still attempting to determine the boundaries as they are set forth in disability discrimination cases. The EEOC is in place to enforce laws which make it illegal to discriminate against an individual in the workplace based on a disability. The trouble seems to be determining what a “disability” really is. It must be a condition which substantially limits at least one major life activity. Employment law experts can help individuals decipher the guidelines as they are laid out by the ADA. Discrimination of workers based on limiting disabilities is illegal in the workplace. Tayeb Hyderally is an expert at employment law and keeps up on cases which pertain to employment law as it relates to disability discrimination.

EEOC vs. Cottonwood Financial Ltd

The EEOC filed a case against Cottonwood Financial stating that they erroneously terminated store manager Sean Reilly. The company allegedly fired him because they thought he was too disabled to work because he has bipolar disorder. Reilly was under the care of a physician and was actively working to control his disability while attending school and attempting to secure employment. He had been an honor student when he was in high school and had begun attending college in Portland, Oregon while on a scholarship based on academic excellence. While he was in college he was diagnosed as having bipolar disorder. His symptoms worsened and he was forced to withdraw from school at which time he returned to Texas and began working at The Cash Store in Cottonwood, Texas. Continue Reading